The societal acquisition theory impression of vicarious larning through mold can clarify the phenomenon of behavioural alteration in organisations. Vicarious larning encompasses attentional. keeping. motor reproduction. and motivational procedures. If any of these procedures is missing or impaired. the scholar is less likely to execute an ascertained behaviour. Whether or non a theoretical account is attractive. competent. and successful contributes to the overall chance of that model’s behaviour being imitated by others. Directors need to utilize patterning efficaciously to heighten the accomplishment of organisational and personal ends. In peculiar. attending should be given to daily mold every bit good as to formal preparation to consequence organisational behaviour alterations. Individual behaviour in organisations has been attributed to many different causes. Among the more widely recognized positions on human work behaviour is the impression of acquisition. which has been defined as a comparatively lasting alteration in behavior [ Kazdin. 1975 ] .

The acknowledgment of larning procedures as an of import influence on work behaviour has so expanded the positions of the field of organisational behaviour. Our intent in this paper is to further spread out the positions of organisational behaviour through the scrutiny of the patterning procedure as one type of larning [ Bandura. 1969. 1977a ] . Recently. considerable accent has been placed on the thoughts represented by the term “behavior alteration. ” or. more specifically. “operant theory. ” The kernel of operant theory as applied to organisations is that work behaviour is a map of its effects [ Luthans & A ; Kreitner. 1975 ] . To set it merely. persons will be given to increase the frequence of behaviour that has resulted in positive effects. and will be given to diminish the frequence of 1981 by the Academy of Management behaviour that has resulted in negative effects.

One invalid facet of behavior alteration theory is the point of view that behavioural alteration consequences merely from the effects of behaviour. What is sometimes forgotten is that behavioural alteration can besides happen as a consequence of a discriminatory stimulus” that occurs before the behaviour. This consequence is sometimes called “antecedent learning” because the environmental stimulation is an ancestor to the behaviour. A end that influences subsequent employee behaviour would be one illustration of an ancestor. A more recent position — societal acquisition theory ( particularly as articulated by Bandura [ 1977a ] ) — emphasizes antecedent acquisition every bit good as acquisition by effects. Another of import component of this theory is that it actively recognizes the function of cognitive procedures as an built-in portion of behavioural alteration.

In peculiar. the function of symbolic or vicarious experience is strongly emphasized in societal acquisition theory. Vicarious larning. or patterning. is larning through a discriminatory stimulation because it occurs before the employee behaviour. ( See Davis and Luthans [ 1980 ] for a recent treatment of societal larning theory constructs as they relate to the survey of organisational behavior. ) Vicarious larning as a beginning of behavioural alteration in organisations is our major concern in this paper. Our treatment will convey together findings from the old theoretical and empirical work in this country. We will analyze the factors or variables that enhance or inhibit vicarious acquisition. and will separate between vicarious larning as a day-today procedure within organisations and vicarious larning intentionally used in managerial preparation. Finally. we will propose some managerial deductions of vicarious acquisition.

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Vicarious Learning
Modeling is a type of vicarious larning that plays a outstanding function in societal larning theory [ Bandura. 1969. 1977a ; Miller & A ; Dollard. 1941 ; Mischel. 1973 ] . The critical claim is that persons are non dependent on direct experience of the effects of their behaviour for larning to take topographic point. As Bandura has pointed out. the ability of persons to larn by detecting others enables them to avoid gratuitous and frequently dearly-won mistakes. Furthermore. Bandura [ 1977a ] has suggested that perceivers can frequently larn faster than existent performing artists of undertakings ( particularly tasks that depend to a great extent on conceptual accomplishment ) because of the latters’ need to give at least some attending to executing needed responses.

The basic elements of vicarious acquisition are good described in the undermentioned statement: “By detecting a theoretical account of the coveted behaviour. an single signifiers an thought of how response constituents must be combined and sequenced to bring forth the new behaviour. In other words. people guide their actions by anterior impressions instead than by trusting on results to state them what they must do” [ Bandura. 1977a. p. 35 ] . In a simple sense. this might be referred to as “imitative behavior” [ Baer. Peterson. & A ; Sherman. 1971 ] . although we will indicate out that an person can besides be influenced by covert theoretical accounts — theoretical accounts that exist in one’s head strictly through imaginativeness. Generally. patterning effects have traditionally been separated into three different types of acquisition. The first type is larning a new behaviour by detecting a theoretical account. In the 2nd type. a theoretical account can hold either an inhibitory or a disinhibitory consequence on a behavior brought about by detecting the effects of a model’s behaviour: if the theoretical account is reinforced. so the perceiver is likely to be disinihibited ; if the model’s behaviour is punished. so the perceiver is likely to be inhibited.

The 3rd type is called a behavioural facilitation consequence. This consequence occurs when a theoretical account acts as a cue to an perceiver to get down a antecedently learned behaviour. A simple illustration is the highestranking person in a room sitting down ( i. e. . the sculptural behaviour ) and others copying this behaviour before the start of a meeting. One point of view is that theoretical accounts influence an observer’s behaviour by act uponing outlooks. Two types of outlooks are thought to be susceptible to act upon. First. an individual’s self-efficacy outlooks can be influenced by a theoretical account. An individual’s self-efficacy outlooks can be defined as “the strong belief that one can successfuly put to death the behaviour required to bring forth the outcomes” [ Bandura. 1977a. p. 79 ] . Bandura suggests that there is a close correspondence between behavioural alteration and the magnitude of sensed self-efficacy. He attributes this correspondence to the impression that personal outlooks of efficaciousness will find the attempt that an person will use on a undertaking.

The stronger the perceptual experience of self-efficacy. the greater the attempt of the person. and the longer the continuity in the face of hardship. Bandura suggests that vicarious acquisition is one major agencies by which persons change their self-efficacy outlooks. Of class. self-efficacy is similar to the impression of effort/performance anticipation in anticipation theories of employee motive [ Lawler. 1973 ] . The other type of outlooks thought to be susceptible to act upon by theoretical accounts is outcome outlooks. That is. by detecting the effects of a model’s behaviour. an perceiver is likely to derive information that will assist to organize outcome anticipations. This type of outlook is similar in construct to Lawler’s performance/reward anticipation. In drumhead. detecting a theoretical account is a type of vicarious larning that can take to behavioural alteration without tbe scholar really executing the behaviour or straight sing the effects. Significant changes in outlooks are believed to be one mechanism by which patterning plants.

The Components of Vicarious Learning Vicarious larning includes distinguishable constituents or subprocesses. Bandura [ 1969. 1971. 1977a ] has suggested four. First. attentional procedures determine whether a peculiar theoretical account attracts the attending of an perceiver. and what is extracted from observation of the sculptural behaviour. Second. keeping processes involve representation of an ascertained theoretical account in memory in a symbolic signifier such as imagination or verbal cryptography. Behavioral dry run has besides been identified in Bandura’s work as an of import factor that can heighten keeping of ascertained behaviour. Following. motor reproduction processes refer to the capableness of an perceiver to reproduce a model’s behaviour by utilizing the symbolic representations of the behaviour as ushers to allow action. Note that if an person does non possess the physical capablenesss to execute the behaviour. failure will happen even if appropriate symbolic ushers for action do be.

Last. motivational procedures refer to the perceptual experiences of positive and negative results that are likely to heighten or decrease the chance of an perceiver executing a behaviour. Each of these constituents seems to play an of import function in finding the ultimate consequence of exposure to a mold stimulation. Harmonizing to societal acquisition theory. patterning stimulations are foremost selected from a broad scope of stimulation in the environment. and so mentally stored. When an juncture arises to put to death a antecedently observed behaviour. the information obtained through observation is used to steer open action. provided it is within the motor capablenesss of tbe single. Furthermore. merely behavior that holds some inducement value ( i. e. . has proven to ensue in honoring effects ) is likely to be reproduced. ( This claim is similar to that suggested by the impression of valency of results used in anticipation theories of motivation. ) Therefore. behaviour that has been observed and stored will non needfully be executed if motive is missing.

Features of the Model And the Modeled Behavior The nature of the ascertained theoretical account can act upon the chance that an perceiver will copy the sculptural behaviour. Bandura has pointed out that theoretical accounts who possess interpersonal attractive force are sought out and that those who do non are by and large rejected or ignored [ 1977a. p. 24 ] . Possibly most relevant to an organisational scene is the possibility that believable theoretical accounts ( those perceived as being successful ) exert greater influence than noncredible theoretical accounts [ Bandura. 1969. 1977a ] . It has been argued elsewhere tbat modeling-based preparation plans will be more effectual if the theoretical accounts presented are of high position and competency [ Goldstein & A ; Sorcher. 1974 ; Rosenbaum. 1978 ] . Support for this statement can be found in the consequences of a survey by Weiss [ 1977. 1978 ] refering imitation of work behaviour theoretical accounts. Weiss reported that subordinates showed greater similarity in behaviour to higher-ups who were viewed as being competent and successful. Another factor that determines whether a theoretical account influences an perceiver is whether the theoretical account meets witb success or failure.

Success would be probably to beef up the self-efficacy perceptual experience of the perceiver and failure to weaken it. The manner a theoretical account carries out a undertaking can act upon the grade to which the modeled behaviour will act upon an perceiver. Behavior displayed in a vivid and elaborate mode. for case. will be given to ensue in greater mold effects [ Bandura. 1969 ; Goldstein & A ; Sorcher. 1974 ] . Degree of command is besides of import: faced with a hard undertaking. a theoretical account wbo shows apprehensiveness and trouble and yet completes the undertaking has been found to be more-effective than a theoretical account exposing no apprehensiveness or trouble [ Bandura. 1969. 1971 ; Mahoney. 1974 ] . It appears that an perceiver can place more with a theoretical account who struggles and overcomes the troubles of a endangering undertaking than with a theoretical account who seemingly has no job.

A theoretical account who is seen as possessing well greater abilities may non be considered a sensible mention point for tbe perceiver. However. experts who display small trouble in finishing a undertaking ( e. g. . professional jocks ) may function as ideals to be emulated in nonthreatening state of affairss. It has besides been argued. with some empirical support. that exposure to extremely originative theoretical accounts. in executing a originative undertaking. can take to additions in the observer’s creativeness [ Mueller. 1978 ] . Therefore. employees who have the chance to detect originative theoretical accounts at work may develop originative features themselves.

Other factors have been suggested tbat might act upon the effectivity of a theoretical account. They include: the sensed similarity of the theoretical account to the perceiver [ Goldstein & A ; Sorcher. 1974 ] ; tbe presence of multiple theoretical accounts [ Kazdin. 1976 ] ; the possibility tbat covert ( i. e. . mentally pictured ) theoretical accounts may act upon behaviour in much tbe same manner as really observed unrecorded theoretical accounts [ Cautela. 1971 ; Kato & A ; Fukushima. 1977 ; Kazdin. 1974. 1976 ] . Consequences Experienced by the Model

Both vicarious acquisition and operant theory topographic point importance on effects of behaviour. The difference. nevertheless. is that in vicarious larning tbe effects are non experienced straight by the scholar but instead vicariously. by detecting the consequences of a model’s behaviour. By detecting a theoretical account. an perceiver can larn non merely about the constituents involved in executing but besides tbe likely effects of tbe model’s behaviour [ Maboney. 1974 ] . An person is. of class. more likely to follow behaviour that has produced desirable effects than behavior tbat has produced aversive effects [ Bandura. 1977a ] .

Kazdin [ 1974. 1976 ] . for illustration. Ba found modeled behaviour that resulted in positive effects for the theoretical account to be more effectual in bring forthing self-asserting behaviour in nonassertive perceivers. Similarly. Goldstein and Sorcber [ 1974 ] have emphasized tbe importance of positively reenforcing a model’s behaviour as a cardinal factor in easing preparation. By the same item. observation of a theoretical account who experiences fear or negative effects from a given stimulation can take to the development of fright of the stimulation in the perceiver [ Hygge & A ; Cbman. 1978 ; Maboney. 1974 ] . That is. through vicarious experience a individual may develop frights and therefore turning away forms. For illustration. an employee who observes a colleague to endure a serious hurt as a consequence of prosecuting in a certain behaviour may good develop enduring turning away forms toward that type of behaviour. Features of the Observer

Weiss [ 1977. 1978 ] . for illustration. found tbat subsidiary mold of supervisor behaviour was mediated by low-level self-pride. The similarity of low-level behaviour to superior behaviour was strongly correlated with supervisor success for lowself-esteem respondents but non for high-self-esteem respondents. The value an observer topographic points on tbe extrinsic wagess ( i. e. . effects ) of a sculptural behaviour is another go-between [ Weiss. 1977 ] . If the perceiver does non value tbe wagess received by tbe theoretical account. tben the sculptural behaviour is less likely to be adopted. It should besides be pointed out that single features may be altered by tbe patterning procedure. which may in bend influence patterning effects. Persons exposed to theoretical accounts who are unsuccessful in executing a undertaking. for illustration. may expose less continuity in executing tbe same undertaking at a ulterior clip [ Brown & A ; Inouye. 1978 ; DeVellis. DeVellis. & A ; McCauley. 1978 ] .

The proposed account is that tbrougb vicarious experience. persons may take down their self-efficacy outlooks and later be less relentless in the face of hardship. An obvious deduction is that negative self-expectation ( the converse of self-esteem ) may intercede the effects of future vicarious acquisition procedures. Overall. it bas been argued by assorted research workers that individual features will both influence and be influenced by the vicarious acquisition procedure. Qualities that persons exhibit at a given clip — sucb as self-esteem and self-expectations. personal frights. and originative inclinations — are likely to act upon vicarious acquisition. With the exclusion of the Weiss [ 1977. 1978 ] surveies. small research has been undertaken to measure bow personal features migbt influence the vicarious acquisition of work behaviours. One of many inquiries we might inquire is whether bigh-need-achievement and low-needachievement persons would react to achievement-oriented theoretical accounts of work behaviour in the same manner. ( See Bandura [ 1977a ] for other facets of tbe consequence of single differences on the mold process. )

Covert Modeling

Certain features of the perceiver can besides play an of import function in the mold procedure.

Vicarious acquisition is non restricted to externally sculptural behaviours. Cautela [ 1971 ] . for illustration. has proposed that patterning effects can be achieved through one’s imaginativeness. This proposition implies that covert ( i. e. . mental ) events follow the same procedure as open events. Kazdin [ 1974. 1976 ] has obtained consequences proposing that additions in self-asserting hehavior can be achieved through covert mold. In his experiments. topics imagined scenes in which a theoretical account performed self-asserting behaviours and obtained desirable effects. He found additions in self-asserting behaviour on post-treatment steps.

Other surveies of covert mold effects. which have been reviewed elsewhere [ Mahoney. 1974 ] . suggest at least some preliminary extra support for Cautela’s proposition. Extensions of covert patterning to organisational scenes appear to offer possible advantages. A sales representative. for illustration. who imagines a gross revenues call paired with favourable effects ( a sale and a big committee ) may see an addition in assurance and this addition could take to a successful gross revenues call. The of import point is that vicarious larning need non depend entirely on observations of existent people or movies of existent people. The human imaginativeness can bring forth scenes with the same potency as existent events for act uponing behaviour.

duce new behaviours. Less good known but of the extreme importance is the mold that occurs in the daily relationships between director and employees. Even if the parties are incognizant of the effects of theoretical accounts. larning through mold does happen on a day-to-day footing in organisations. Daily Managerial Behavior The most of import point to maintain in head is that each director has a high potency for functioning as a theoretical account for employee behaviour. Employees are more likely to copy the behaviour of a director than a colleague because of the position. experience. and prestigiousness of those keeping managerial places. Directors besides have a alone chance to act upon behaviour because of their wages power. In add-on to utilizing wagess in the typical manner to straight reenforce goal-oriented behaviour. directors can besides make effectual theoretical accounts by honoring an employee in such a manner that other employees are cognizant of the wages. Thus. a director who rewards a subsidiary publicly for coveted public presentation is set uping a desirable theoretical account for colleagues. in add-on to encouraging high public presentation in the hereafter by the strengthened single [ Luthans & A ; Kreitner. 1975. p. 139 ] .

Using Modeling Principles: Prescriptions for Directors
Modeling rules can be an priceless beginning of normative advice for directors in organisations. ‘The challenge. . . is to understand and pull off the imitative consequence of patterning instead than passively watch theoretical accounts facilitate the acquisition of dysfunctional every bit good as functional organisational behavior” [ Luthans & A ; Kreitner. 1975. p. 130 ] . This statement implies that patterning is a procedure by which unwanted every bit good as desirable work behaviours can be learned. Indeed the challenge to directors is to use patterning efficaciously. in order to heighten the accomplishment of both personal and organisational ends. Modeling as a beginning of larning in organisations can randomly be separated into two types.

Modeling in Training For preparation applications. the advantages of patterning are clear: responses can be demonstrated that can non be easy put into unwritten or written signifier ; the scholar need non be able to read or compose ; and larning through mold can be easier and more gratifying than more traditional signifiers of acquisition. The credibleness of coveted behaviours may be enhanced when the perceiver sees those persons urging them ( e. g. . teachers ) really utilizing them [ Gladstone & A ; Spencer. 1977. p. 76 ] . Traditional attacks to developing focal point on altering attitudes as distinct from straight altering behaviour. The failings of these attacks have been itemized by a figure of authors [ Goldstein & A ; Sorcher. 1974 ; Johnson & A ; Sorcher. 1976 ; Kraut. 1976 ] . Furthermore. it has been argued that traditional preparation plans have non been based on rules that enhance larning ( e. g. . reinforcement rules. imitation of desirable theoretical accounts. active engagement in the acquisition procedure as opposed to passive hearing ) [ Goldstein & A ; Sorcher. 1974. p. 17 ] . Therefore. vicarious larning rules have been identified as a footing for bettering the effectivity of preparation.

Four basic ingredients have been proposed: ( 1 ) presentation of theoretical accounts ( e. g. . by video tape ) exposing the coveted behaviours ; ( 2 ) imitation or dry run by the perceiver of the sculptural behaviours ; ( 3 ) societal support or favourable acknowledgment for acceptance of the modeled behaviours by the perceiver ; and. ( 4 ) transportation preparation to promote usage of the erudite behaviours back on the occupation [ Goldstein & A ; Sorcher. 1974 ; Johnson & A ; Sorcher. 1976 ; Kraut. 1976 ; Moses. 1978 ; Rosenbaum. 1978 ] . Models of the coveted behaviour The footing for behavior alteration is established in the first measure of modeling-based preparation plans. The trainee is exposed to a theoretical account of the coveted behaviour. For the interest of consistence. the theoretical account is typically presented utilizing movie or picture tape. but a unrecorded theoretical account might be used. For the preparation of directors. for illustration. an interaction between a director and a subsidiary could be displayed. in which the director performs some coveted behaviour.

It is of import to observe that this stage of the preparation will be capable to the many factors regulating attentional procedures. For illustration. a extremely believable theoretical account who succeeds ( i. e. . receives a positive effect for the behaviour ) will be given to heighten the acquisition procedure. Behavioral rehearsal The 2nd phase of modeling-based preparation concerns imitation or pattern of the sculptural behaviours. Goldstein and Sorcher [ 1974 ] comment that detecting a theoretical account is a necessary but non sufficient status to bring forth digesting desired behavior alterations. They argue that acquisition is enhanced if the trainee is given the chance to pattern the desired behaviour. Furthermore. behavioural dry run. though procedurally similar to function playing. does non necessitate the trainee *to play a function [ Moses. 1978 ] . Alternatively. the trainee patterns the existent behaviours that will be used on the occupation. similar to the behaviours displayed by the theoretical account. 110

Social reinforcement The 3rd stage. societal support. provides feedback sing one’s public presentation and serves to beef up the coveted sculptural behaviours as they occur [ Kraut. 1976 ] . The focal point is on the manner participants perform specific behaviours during the dry runs. Typically. feedback is provided in a constructive and nonthreatening mode [ Goldstein & A ; Sorcher. 1974 ] . The comparatively unafraid environment established by the preparation research lab enables participants to put on the line fresh behaviours that might otherwise stay unseasoned. Transportation of developing The concluding stage is concerned with the transportation of freshly learned behaviours to the existent occupation. Several processs can ease and heighten this transportation: ( 1 ) single followup and support. ( 2 ) sequencing of developing jobs from the simple to the composite. ( 3 ) designation of existent job state of affairss before implementing the preparation plan. and ( 4 ) keeping post-training group meetings to discourse jobs of appHcation and to practise suggested solutions ( behaviours ) . Indeed. a major concern of any preparation plan should be that the erudite behaviours are applied in existent occupation state of affairss. Training plans based on patterning rules. because of their focal point on specific behaviours. appear to offer first-class potency for practical application.

Research on modeling-based preparation It should be noted that published research has been about universally supportive of the overall efficaciousness of developing based on patterning rules [ Burnaska. 1976 ; Byham. Adams. & A ; Kiggins. 1976 ; Latham & A ; Saari. 1979 ; Moses & A ; Ritchie. 1976 ; Smith. 1976 ] . McGhee and Tullar [ 1978 ] . nevertheless. reviewed the pre-1978 surveies and found several menaces to cogency. Nevertheless. vicarious larning rules applied to organisational preparation have by and large been shown to offer a strong option to the traditional preparation that relies on attitude alteration. One commendable facet of the behavioural mold motion has been the strong committedness to rating. which has non ever been true of preparation in general ( see Campbell. Dunnette. Lawler. and Weick [ 1970 ] for unfavorable judgments of developing rating ) . The recent work of Latham and Saari. in peculiar. is a well-designed survey that produced grounds of the effectivity of modeling-based preparation.

Modeling Theory Meets Modeling-Based Training Modeling-based preparation is by and large consistent with the theoretical rules of patterning. Indeed. the original work of Goldstein and Sorcher [ 1974 ] is clearly related to the mold constituents earlier described by Bandura [ 1969. 1977a ] . Figure 1 illustrates the relationship between the basic constituents of the mold procedure and modelingbased preparation as forumlated by Goldstein and Sorcher. Note the extended convergence between the applied preparation theoretical account and the general acquisition theoretical account. Surely. modeling-based preparation is good grounded in a basic theory of how persons can larn new behaviours.

The Modeling Process’

The Modeling-Based Training Program”

Attention Processes Determination of what is observed and what is selected from observations Retention Processes Representation of ascertained behaviour in memory in symbolic signifier through imagination or verbal cryptography Motor Reproduction Processes •• Utilization of symbolic representations of sculptural behaviour as ushers for appropriate action Motivational Processes Motivational force to follow and put to death modeled behavior because of inducements

Behavioral Model Presentation of a theoretical account ( normally a picture tape ) exposing desirable behaviour Rehearsal Behavioral dry run of the sculptural behaviour Transfer Training Various processs used to heighten transportation of larning to existent occupation state of affairss Social Reinforcement Feedback sing behavioural dry run and support of coveted behaviour.

”Bardura. A. Principles of behavior alteration. New York: Holt. Rinehart & A ; Winston. 1969. Bandura. A. Analysis of patterning procedures. In Bandura. A. ( Ed. ) . Psychological mold: At odds theories. Chicago: AJdine-Atherton. 1971. Bandura. A. Social teaming theory. Englewood Cliffs N I • Prentice-Hall. 1977. Goldstein. A. P. ; & A ; Sorcher. M. Changing supervisory behaviour. New York: Pergamon. 1974.

Decisions
The possibilities for set uping organisational behaviour alteration through vicarious acquisition are considerable. Modeling rules suggest schemes both for pull offing mundane employee behaviour and for carry oning organisational preparation. In the yesteryear. mold has by and large been ignored as a daily beginning of larning. but we would theorize that much behavioural alteration in organisations is accomplished through daily mold. Modeling-based preparation has made some inroads as a calculated behavioral-change intercession. Indeed. preliminary research seems to bespeak that

vicarious acquisition has important advantages over more traditional methods. These advantages may hold their beginning in the fact that it is good grounded in theory. We believe that directors can happen valuable counsel for their ain determinations and behaviour through cognition of patterning rules. First. their ain behaviour has a peculiarly strong potency to function as a theoretical account. Besides. the manner that directors reward or penalize one employee can assist to set up a important theoretical account for other employees. Finally. directors can officially try to originate behavioural alteration ( in both themselves and subordinate employees ) through modeling-based preparation.

Mentions

Baer. D. M. ; Peterson. R. F. ; & A ; Sherman. J. A. The development of imitation by reenforcing behavioural similarity. In Bandura. A. ( Ed. ) . 1971. Bandura. A. Principles of behavior alteration. New York: Holt. Rinehart & A ; Winston. 1969. Bandura. A. Analysis of patterning procedures. In Bandura. A. ( Ed. ) . Psychological mold: At odds theories. Chicago: Aldine-Atherton. 1971. Bandura. A. Social teaming theory. Englewood Cliffs. N. J. : Prentice-Hall. 1977. ( a ) Bandura. A. Self-efficacy: Towards a consolidative theory of behavioural alteration. Psychological Review. 1977. 84. 191-215. ( B ) Brown. I. ; & A ; Inouye. D. K. Learned weakness through mold: The function of sensed similarity in competency. Journal of Personality & A ; Social Psychology. 1978. 36. 900-908. Burnaska. R. F. The effects of behavior patterning developing upon managers’ behaviours and employees’ perceptual experiences. Personnel Psychology. 1976. 29. 329-335. Byham. W. C ; Adams. D. ; & A ; Kiggins. A. Transportation of patterning preparation to the occupation. Personnel Psychology. 1976. 29.
345-349. Campbell. J. P. ; Dunnette. M. D. ; Lawler. E. E. ; & A ; Weick. K. E. Managerial hehavior. public presentation. and effectiveness. New York: McGraw-Hill. 1970. Cautela. J. R. Covert mold. Paper presented at the Fifth Annual Meeting of the Association for Advancement of Behavior Therapy. Washington. DC. September 1971. Davis. T. ; & A ; Luthans. F. A societal larning attack to organisational behaviour. Academy of Management Review. 1980. 5. 281-290. DeVellis. R. F. ; DeVellis. B. M. ; & A ; McCauley. C. Vicarious acquisitions of erudite weakness. Joumal of Personality 6 Social Psychology. 1978. 36. 894-899. Gladstone. B. W. ; & A ; Spencer. C. J. The effects of patterning on the contingent congratulations of mental deceleration counselors. Joumal of Applied Behavior Analysis. 1977. 10. 75-84. Goldstein. A. T. ; & A ; Sorcher. M. Changing supervisory behaviour. New York: Pergamon. 1974. Hygge. S. ; & A ; Ohman. A. Modeling procedures in the acquisition of frights: Vicarious electrodermal conditioning to fear-relevant stimulations. Joumal of Personality & A ; Social Psychology. 1978. 36. 271-279. Johnson. P. D. ; & A ; Sorcher. M. Behavior patterning preparation: Why. how. and what consequences. Joumal of European Training. 1976. 5. 62-72. Kato. M. ; & A ; Fukushima. C. The effects of covert mold in cut downing turning away behaviour. Nipponese Psychological Research. 1977. 19. 199-203. Kazdin. A. E. Effectss of covert mold and theoretical account support on self-asserting behaviour. Joumal of Abnormal Psychology. 1974. 83. 240-252. Kazdin. A. E. Behavior alteration in applied scenes. Homewood. 111. : Dorsey Press. 1975. Kazdin. A. E. Effectss of covert mold. multiple theoretical accounts. and exemplary support on self-asserting behaviour. Behavior Therapy. 1976. 7. 211-222.

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Kraut. A. J. Behavior patterning symposium: Developing managerial accomplishments via patterning techniques. Personnel Psychology. 1976. 29. 325-328. Latham. G. P. ; & A ; Saari. L. M. Application of social-learning theory to preparation supervisors through behavioural mold. Joumal of Applied Psychology. 1979. 64. 239-246. Lawler. E. E. . III. Motivation in work Monterey. Calif. : Brooks/Cole. 1973. organisations.

Moses. J. L. Behavior patterning for directors. Human Factors. 1978. 20. 225-232.
Moses. J. L. ; & A ; Ritchie. R. J. Supervisory relationships preparation: A behavioural rating of a behavior mold plan. Personnel Psychology. 1976. 29. 337-343. Mueller. L. K. Beneficial and damaging mold effects on originative response production. Joumal of Psychology. 1978. 98. 253-260. Rosenbaum. B. L. New utilizations for behavior mold. Personnel Administrator. July 1978. pp. 27-28. Smith. P. E. Management patterning preparation to better morale and client satisfaction. Personnel Psychology. 1976. 29. 351-359. Weiss. H. M. Subordinate imitation of supervisory behaviour: The function of patterning in organisational socialisation. Organizational Behavior & A ; Human Performance. 1977. 19. 89-105. Weiss. H. M. Social acquisition of work values in organisations. Journal of Applied Psychology. 1978. 6. 711-718.

Luthans. F. ; & A ; Kreitner. R. Organizational behaviour alteration. Glenview. 111. : Scott. Foresnian. 1975. Mahoney. M. J. Cognition and behavior alteration. Cambridge. Mass. : Ballinger Publishing. 1974. McGhee. W. ; & A ; Tuller. W. I. A note on measuring behavior alteration and behaviour mold as industrial preparation techniques. Personnel Psychology. 1978. 31. 477-484. Miller. N. E. ; & A ; Dollard. J. Social teaming and imitation. New Haven: Yale University Press. 1941. Mischel. W. Toward a cognitive societal larning reconceptualization of personality. Psychological Review. 1973. SO. 252-283.

Charles C. Manz is Assistant Professor of Management. Auburn University. Auburn. Alabama. Henry P. Sims. Jr. . is Associate Professor of Organizational Behavior. Pennsylvania State University. University Park. Received 10/9/79

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